Abstract: Identifies nurse perspectives on the barriers and facilitators to implementing the nationally-endorsed stroke guidelines. Conducts a focus group with four nurses working in an acute stroke unit at a single hospital in 2021. Considers that nursing experience can act as both a barrier and a facilitator of guideline use.

Abstract: Discourse about women assuming greater control over their childbirth experience has received much attention in contemporary childbirth and womens' studies publications. Research in the domain of childbirth has shown that a sense of control over one's birth experience is related to childbirth satisfaction. More specifically, studies have used Locus of Control measures and have found a significant relationship exists between expectations for control and choice of birth place. Choice of birth place features in some articles as a factor that determines the degree to which control can be exercised. Home, as a place of birth, is considered a setting in which a woman can have optimum control over her experience. Many women are discouraged from taking up this option, based on fears about safety. Reflection on why women continue to pursue a home birth against the wishes of their care giver rekindled and interest in Locus of Control. This study was undertaken to explore the relationship between urban women's choice of birth place setting and their scores on two different measures of Locus of Control (LOC). The aims of the study were: to test whether LOC scores predict choice of birth place for women who chose hospital, home or a birthing centre as their place of birth; to test which of the two LOC scales (Levenson's generalised measure or Wallston et al's more specific scale) is the most useful in predicting the influence of LOC and choice of birth place and to explore the relationship between choice of birth place LOC, demographic and contextual factors surrounding pregnancy. The method used in the study was a descriptive correlational design. One hundred and ninety four pregnant urban women who accessed a range of maternity care providers in the greater Auckland , Wellington , Christchurch and Dunedin cities responded to a “Birth Choice Survey” between April and June 1996. Tests of significance found significant differences for powerful others and chance Locus of Control among the three groups of women who chose hospital, home or a birthing center as a place of birth. Differences were significant at p = 0.05. No significant differences were ffound in the scores for internal Locus of Control for women in the three groups. Limitations in the sample sixe prevented linear discrimination being successful in predicting the influence and choice of LOC variables and choice of birth place for both scales. A classification tree was employed to identify key variables which might affect choice of birth place and indicated that women who were extremely happy with their birth place choice were more likely to be those who chose home birth. Locus of Control measures are interesting, and if used specifically, may be helpful in relation to understanding a women's choice of birth place. However general assessment of the contextual factors appears just as relevant. Implications of this study are the while women may differ in how they perceive their outcomes are determined, an overwhelming majority of women who participated in this study value their ability to make choices about their birth location. Identifying consumer perceptions about control and the contextual factors that influence women's choice of their birth place has the potential to clarify women's preferences for responsibility in their birth experience. Limitations of the study were addressed and included suggestions to improve response rates and thus generalizability of findings. Implications for further research were also considered

Abstract: The NZNO Younger Nurse survey examined the characteristics of younger nurse members of NZNO (aged under 30) in order to identify potential recruitment and retention strategies for these nurses, and provide information on how best to support younger members to become involved in NZNO activities.
The findings indicate that while most younger nurses enjoy their work and find it rewarding, they also face a range of challenges in the workplace due to their age ? including bullying and poor choice of shifts. Many younger nurses do not feel appropriately paid for the work they do and believe there are insufficient nurses to provide safe care. Over 10 percent of younger nurses are considering leaving the nursing profession. Many younger nurses feel the emotional challenge of nursing was more than they anticipated and that their education did not prepare them well to manage this.
A range of recommendations are made, including the need to improve undergraduate curriculum content on managing the emotional challenges of nursing, the need to implement clinical supervision for all nurses but particularly for those under 30, the need to develop and implement activities to address bullying in the workplace, and the need to improve pay progression scales in employment contracts.

Abstract: This report documents the results of a survey of a random sample of NZNO members.
A 10% sample was drawn by computer from the 45,000 membership, representing nurses and care givers from across New Zealand. Midwives were excluded from the
sample on this occasion.
Issues related to age demographics, low pay, increasing workload, and significant
organisational restructuring continue to contribute to a considerable part of the nursing workforce who will be looking to leave nursing, to nurse overseas, or to retire within the next ten years. These appear to be balanced for now partly by other factors leading to nurses continuing to work long past the normal retirement age.
Changes to the Enrolled Nurse scope of practice (including a drop in employment
opportunities as Enrolled Nurses), difficulties experienced by some newly qualified New Zealand nurses finding suitable employment or supported Nurse Entry to Practice places, and evidence for a drop in the availability of paid access to continuing professional development particularly in the DHB sector, if not addressed urgently, may have longer term implications for the New Zealand nursing workforce and the health service.
Specific issues for nurses under 30 years of age, particularly related to shift work practices and family responsibilities, were explored in more detail in a separate report Young Nurses in Aotearoa New Zealand and specific recommendations made for the long term retention of these skilled and vital health workers.

Abstract: This article reports data from 15 schools of nursing, surveyed to identify difficulties experienced by nurse educators with respect to entry, progression and programme completion of undergraduate nursing students. Risk assessment, along with a lack of clear policy and procedures were found to be the main problem areas. Difficulties were exacerbated for educators when there were challenges to their professional judgement, either from the Nursing Council of New Zealand or from within their own institution. The authors argue for more recognition of the dual role of nurse educators, and greater clarification of the Nursing Council of New Zealand role in regulating the student's programme entry and progression, and ultimate admission to the Register. It is suggested that the recently passed Health Practitioners Competence Assurance Act (2003) provides nursing with an opportunity to address some of these issues.